Sex (including breastfeeding, pregnancy and sexual harassment) Disability (including past, present or future disability and also includes actual or perceived HIV status) Race (including ethno-religion) Homosexuality (actual or perceived)

Discrimination can lead to health concerns for employees as well as financial loss and a morale decline for the company.

Anti-Discrimination Act 1977 (NSW) – Level 1 The Act presently provides protection from discrimination in relation to most grounds on the basis of neutrality (i.e., persons of both genders, all races and all forms of marital status are to be treated equally.)

The Disability Discrimination Act 1992 (DDA) makes it unlawful to discriminate against a person, in many areas of public life, including employment, education, getting or using services, renting or buying a house or unit, and accessing public places, because of their disability.

The Disability Discrimination Act (DDA) works to protect people with disabilities – including blind and partially sighted people – from discrimination.

The Equality Act 2010 says schools mustn’t discriminate against a pupil because of their disability. This is unlawful under the Act. In some situations, schools must also take positive steps so that disabled pupils can access and participate in the education and other activities they provide.

The Equality Act also protects people from discrimination arising from disability. This protects you from being treated badly because of something connected to your disability, such as having an assistance dog or needing time off for medical appointments.

1995 CHAPTER 50. An Act to make it unlawful to discriminate against disabled persons in connection with employment, the provision of goods, facilities and services or the disposal or management of premises; to make provision about the employment of disabled persons; and to establish a National Disability Council.

How to Prevent Disability Discrimination Claims

1. Step 1: Comply With All Laws Addressing Individuals With Disabilities.
2. Step 2: Know When and What Questions to Ask.
3. Step 3: Implement a Discrimination and Harassment Policy.
4. Step 4: Have a Separate ADA Policy.
5. Step 5: Train Managers and Supervisors.

The Disability Discrimination Act protects disabled people during the recruitment process and throughout their employment. The Act covers the terms and conditions of employment, disciplinary proceedings, dismissal procedures, protection from harassment, training and promotion prospects.

The general rule under the ADA is that a person does not have to disclose a disability until an accommodation is needed. Ideally, employees will disclose a disability and request accommodations before performance problems arise, or at least before they become too serious.

Talking to your employer about disability. You do not have to tell your employer about your impairment or condition. You might want to do this if you need support to do your job. This could be because your condition or something at work has changed.